Given the unique demands of working in post-acute care, it’s no surprise that the average turnover rate in skilled nursing facilities and home health agencies is high—69% and 32%, respectively. Post-acute providers have limited incentive to improve compensation and benefits, and they operate in settings which many potential candidates are unfamiliar with. In addition to the current retention challenge, providers must prepare for the increasing demand for services—and staff—brought on by the aging baby boomer population.
That’s why investing in staff retention is critical now. This guide will provide you with the tools and strategies you need to reduce staff turnover—from hiring the right people to identifying and re-recruiting staff ready to depart.
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Annual turnover, vacancy, and premium labor benchmarks